This guide answers some of the key questions facing small businesses in connection with reasonable accommodations. Reasonable accommodation removes workplace barriers for individuals with disabilities. These barriers may be physical obstacles (such as inaccessible facilities or equipment), or they may be procedures or rules (such as rules concerning when work is performed, when breaks are taken, or how job tasks are performed).
There are three categories of "reasonable accommodations": A reasonable accommodation is any change in the work environment or in the way a job is performed that enables a person with a disability to enjoy equal employment opportunities. The Americans with Disabilities Act ( ADA) requires an employer with 15 or more employees to provide reasonable accommodation for individuals with disabilities, unless it would cause undue hardship. See the list of specific changes to the ADA made by the ADA Amendments Act. Because this law makes several significant changes, including changes to the definition of the term "disability," the EEOC will be evaluating the impact of these changes on this document and other publications.
The Americans with Disabilities Act (ADA) Amendments Act of 2008 was signed into law on Septemand becomes effective January 1, 2009.
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